On the question of diversity: equality in the workplace

Adam Bernstein Creating a supportive and inclusive culture is key when hiring a neurodivergent person

If the general population were asked if they had heard of the term ‘neurodiversity’, it may be safe to say that they have not. Some may believe that they know what is being referred to and some may think of the dance group Diversity, but most will undoubtedly answer in the negative.

Neurodiversity is a term that refers to hidden disabilities of the brain, such as dyslexia and dyscalculia, dyspraxia, attention deficit hyperactivity disorder (ADHD) and the autistic spectrum. Helen Mitchell, Press Officer at the Equality and Human Rights Commission (EHRC), is more direct in her description. She says that neurodiversity is ‘a relatively new term, and it refers to the different ways that the brain can work and interpret information, highlighting that people naturally think about things differently’.

The difference is more widespread than was previously thought. Tom Neil, Advisory, Conciliation and Arbitration Service (Acas) Senior Adviser, believes that ‘a significant minority of society, often estimated at around one in seven people, could be neurodivergent. According to a Chartered Institute for IT article, neurodiversity affects approximately 15% of the population, with dyslexia taking up two-thirds of that number’ (Penketh, 2018).